International Journal of Trend in Scientific Research and Development (IJTSRD)
Volume 5 Issue 1, November-December 2020 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470
The Role of Discipline in Improving Performance
Afiah Mukhtar, Asmawiyah Asmawiyah
Sekolah Tinggi Ilmu Ekonomi Tri Dharma Nusantara, Makassar, Indonesia
How to cite this paper: Afiah Mukhtar |
Asmawiyah Asmawiyah "The Role of
Discipline in Improving Performance"
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ISSN:
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Volume-5 | Issue-1,
IJTSRD38182
December
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pp.1226-1229,
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ABSTRACT
This study aims to determine the effect of discipline on employee
performance. This research used is explanatory research and by using a
quantitative approach. The number of samples in this study was 35 people.
The questionnaire is used as a method of data collection and uses structural
equations which are resolved with the help of the Smart PLS program. The
effect of discipline on employee performance states that discipline has a
positive and significant effect on employee performance. The value of 12.781
and significant at α = 0.05, the t statistical value is above the critical value of
1.96, thus Ho is accepted. Discipline that gets good attention will have an
impact on employee performance.
KEYWORD: Discipline, Performance
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International Journal of Trend in Scientific
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1. INTRODUCTION
The success of an organization is strongly influenced by the
performance of its employees. Every organization and
company will always try to improve the performance of its
employees in the hope that the company's goals will be
achieved. Most organizations recognize the importance of
supporting and involving employees in every type and level
of work activities (Ugwu, Okoroji, & Chukwu, 2019). IBNU
SINA YBW UMI Makassar is a private public hospital, namely
the former 45 Hospital. One of the advantages of this
hospital is its Islamic services, in accordance with the
hospital's goal of being a hospital with Islamic services. To
achieve good service, one of the factors that must be
considered is discipline. (Nurhidayad & Purba, 2019) the
factors that are treated that affect performance achievement
consist of many factors, including discipline.
organization, both written and unwritten. Good employee
discipline will accelerate company goals while undisciplined
employees slow down the achievement of company goals.
(Anthony, 2017) that there is a relationship between work
discipline and increased performance.
Discipline is an important component of human behavior
and states that without discipline an organization cannot
function properly to achieve its goals (Ouma, Simatwa, &
Serem, 2013). Discipline means more than just obeying rules
and regulations and requires the ability to distinguish what
is right or wrong (Gitome, Katola, & Nyabwari, 2013).
Good discipline reflects a person's sense of responsibility for
the duties assigned to him. This encourages passion for
work, and the realization of company, employee, and
community goals (Sule-Dan & Ilesanmi, 2015). Therefore,
every manager always tries to ensure that his subordinates
have good discipline. A manager is said to be effective in his
leadership if his employees are well disciplined. To maintain
and improve good discipline is a difficult thing because many
factors influence it. Regulations are needed to provide
guidance and counseling for employees in creating good
order, morale, work morale, efficiency, and employee work
effectiveness will increase (Klein & Rains, 2013). If
employees do not comply with these company rules, it will
be difficult to achieve company goals. Discipline of a
company is said to be good, if most employees obey the
existing regulations (Jesuthasan, 2013).
Discipline is an important element that can affect the
company's operational activities. Obedience to company
regulations and being responsible for sanctions if they
violate the rules are characteristics of employees who have
high discipline (Rizki & Suprajang, 2017). High discipline will
be able to build professional performance because
understanding company regulations are the right steps in
carrying out activities well ((Juma & Moronge, 2015).
Discipline is the behavior of a person who is in accordance
with the rules and work procedures that exist in the
Based on various previous studies (Marpaung, 2014;
Isvandiari & Purwanto, 2017; Sardjana, Sudarmo, & Suharto,
2019; Suwanto, 2019; Dewi, Mahanggoro, & Urmila, 2018)
states that discipline has a positive and significant effect on
performance, meaning that there is work discipline will
improve employee performance. However, it is different
from research (Liyas, 2018) that discipline has no effect on
employee performance. Based on the gap theory, the writer
wants to test and analyze the effect of discipline on employee
performance.
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2. Literature Review
2.1. Performance
One of the keys to the success of a company depends on the
performance of human resources who directly or indirectly
contribute to the company, which includes external
stakeholders and internal goals (employees) of the company.
Performance is a process that significantly affects
organizational success with managers and the role of
workers to work together to set expectations, review results
and reward performance (Al-Musadieq, Nurjannah, Raharjo,
Solimun, & Fernandes, 2018). (Kanten & Gurlek, 2015)
explain that performance is a key element to achieve
organizational goals so that performance increases the
effectiveness and effectiveness of the organization which
helps achieve organizational goals.
(Al-Musadieq et al., 2018) suggest that performance is the
extent to which a task or job is carried out by a person or
organization. Performance is measured based on how much
the person or organization contributes to the quality and
quantity of work performed by employees in accordance
with their responsibilities. (Veliu, Manxhari, Demiri, & Jahaj,
2017) defines performance as the level of achievement or
"level of achievement". Performance shows the level of
achievement of organizational goals. Through the level of
performance achievement can be measured and known.
Employee performance is a measure that can be used to
compare the results of the implementation of tasks,
responsibilities given by the organization within a certain
period of time and relatively can be used to measure work
performance or organizational performance. The indicators
used in this study (Mangkunegara, 2017) are: quantity of
work, quality of work, cooperation, responsibility and
initiative.
2.2. Discipline
A leader or an employee must have good discipline, because
good discipline is a reflection of the sense of responsibility
they have in carrying out their assigned tasks (Njoroge &
Nyabuto, 2014). Discipline is the most important operational
function of human resource management because the better
the employee's discipline, the higher work performance they
can achieve. Without good employee discipline, it is difficult
for organizations to achieve results (Bugdol & Bugdol, 2018).
Discipline must be upheld in a company organization.
Without the support of good employee discipline, it is
difficult for the company to achieve its goals.
Nitisemito (2013) states that discipline is an attitude,
behavior and actions in accordance with company
regulations, both written and unwritten. On the other hand,
discipline is the awareness and willingness of a person to
comply with all company regulations and applicable social
norms (Aritonang, 2010). Work discipline is an attitude,
behavior that is carried out voluntarily and with full
awareness and conditions to follow the rules set by the
company, both written and unwritten. Undisciplined
behavior that arises is a reflection of employees' negative
perceptions of the controls exercised by their superiors.
Conversely, disciplinary behavior that emerges is a reflection
of positive perceptions of superior control (Williamson,
2014). The indicators used in discipline (Hasibuan, 2010)
are understanding all company regulations, the effective use
of time, responsibilities in job duties, and absentee levels.
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3. Methodology
This study uses primary data sources by distributing
questionnaires to respondents. The population in this study
were employees of the hospital IBNU SINA YBW UMI
Makassar. The sampling method used in this research was
saturated sampling (census method). Where the census
method is a sampling method from all members of the
population to be sampled. The number of samples in this
study were 35 people. The data analysis method used in this
study was analyzed using SEM software with Partial Least
Square (PLS). Smart PLS is a component or variance based
structural equation model (SEM) that is not based on many
assumptions. Testing with the Smart PLS approach was
carried out in 2 stages of evaluation, namely the Outer Model
(Measurement Model) and Inner Model (Structural Model).
Measurement of variables using a Likert scale in the form of
questions consisting of answers to strongly disagree,
disagree, quite agree, agree, and strongly agree with a score
of 1 to 5.
4. Results and Discussion
4.1. Validity Test and Instrument Reliability Test
In the convergent validity test, the average variance
extracted (AVE) value obtained is greater than 0.50. If the
AVE value of each construct has a value of more than 0.50
then the convergent validity test can be accepted. This study
found the value of the cross loadings factor which has a value
greater than 0.70 for the purpose of showing that the
construct has high discriminant validity.
Table 1: Validity and Reliability Test
AVE Composite Reliability
Discipline
0,773
0,931
Performance 0,608
0,885
Table 1 is the validity and reliability, the instrument validity
test is acceptable because the correlation value of each
construct indicator is greater than the correlation value of
the indicator against other constructs.
The reliability test uses the composite reliability value and
the composite reliability value of the construct indicator is
greater than 0.70. This instrument can be said to be reliable.
Convergent Validity
Correlating more than 0.70 with the construct to be
measured, it is said that the individual reflective measure is
said to be high. The measurement scale for loading values of
0.50 to 0.60 is considered sufficient for research in the early
stages of development (Chin, in Ghozali, 2011). It can be seen
in the measurement model in the image below that it can be
seen, all indicators from the analysis on the research
variables with a loading factor value greater than 0.50 can be
declared to meet the requirements of significant convergent
validity. inner model). Table 3 shows the R-Square test table
used to assess the effect of exogenous (independent) latent
variables whether they have a substantive effect or not. It
can be seen in table 3 that the R-Square value in the
employee performance construct is 0.689244, which means
that the variability of employee performance which can be
explained by the organizational climate variable job
satisfaction is 68.92%, while 31.08% is another variable that
is not explained in the study. this. The R-Square value in the
construct can be seen in the following table:
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Table 2: R Square and Cronbachs Alpha
R Square Cronbachs Alpha
Discipline
0,901
Performance
0,517
0,838
thus Ho is accepted. The results showed that discipline
greatly influenced the performance of hospital employees
IBNU SINA YBW UMI Makassar. Discipline that gets good
attention will have an impact on employee performance.
Hypothesis test
Hypothesis Testing To determine whether a hypothesis is
accepted or not by comparing t count with t table with the
condition that if t> t-table, then the hypothesis is accepted.
The description of the values can be seen in table 3 below:
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Table 3: Hypothesis Test
Original Sample Standard
T Statistics
Sample Mean Deviation
(|O/STERR|)
(O)
(M)
(STDEV)
Discipline ->
Performance
0,719
0,725
0,056
The Effect of Discipline and Employee Performance
Based on the results of the analysis of the Smart PLS
program assistance, it can be explained that the results of the
study show that the influence of organizational climate on
employee performance is very high, which means that the
discipline has a positive and significant effect on employee
performance. Discipline has a positive and significant effect
on employee performance. Discipline is the attitude of a
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incompetence, and tardiness. Discipline seeks to prevent late
starting work or ending work too early due to tardiness or
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the higher the level of employee discipline, the higher the
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employee discipline, the lower the level of performance
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5. Conclusion
The effect of discipline on employee performance states that
discipline has a positive and significant effect on employee
performance. The t-count value is 12.781 and significant at α
= 0.05, the t-statistic value is above the critical value of 1.96,
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Hypothesis Testing: To determine the clarity of the proposed
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organizational climate on employee performance states that
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employee performance. The value is 12.781 and significant
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1.96, thus Ho is accepted.
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